Q1 done, time for the stretch.
The new strategy or structure has been launched….
→ But it hasn’t been fully internalized yet.
Teams are being asked to lead differently…
→ But they’re still using old behaviours or habits.
The excitement of the new year has faded…
→ And now it’s time to actually do the work.
As Q1 closes, the buzz is gone. In its place: delivery pressure, shifting priorities, and the quiet realisation that your current ways of working might not get you where you need to go.
This is the stretch.
We spend a lot of time inside exec team rooms where strategies have launched, but behaviours haven’t caught up yet. Where bold ambitions had been undermined by inherited habits. Where leaders are being asked to show up differently; more flexibly, more cross-functionally, more human - but haven’t yet reset the foundation that makes that possible. We’re also seeing what happens when they do.
We’ve worked with leadership teams to:
• Translate values into team-level actions
• Build new behavioural contracts for a post-restructure org
• Navigate the messy (but necessary) transitional space between ambition and alignment
What’s landing?
That culture isn’t a nice-to-have, it’s the delivery system for your strategy, and it’s led by leadership. And that growth requires discomfort. Not just from individuals, but from teams collectively choosing to stretch. This moment isn’t about perfection. It’s about participation.
Are you willing to stretch with your strategy?
You got this,
G
In practice
From Wallpaper to Action
We worked with a leadership team that had just launched a bold new strategy. It was clear, well considered, and full of promise.
The challenge? Turning it into something people could actually deliver.
Together, we worked with 40+ leaders to do two things:
1. Make it personal: Each leader named one action they’d take with their team to bring the strategy to life. Not a generic nod—but a real shift: a conversation to have, a process to change, a behaviour to model.
2. Make it a stretch: We then asked them to commit to one more action: something uncomfortable. A stretch outside their default. A signal to their teams that this isn’t business as usual.
The shift was immediate.
The strategy stopped living in slides and started showing up in meetings, decisions, rituals, and priorities.
Lesson learned: when you combine intention with action, values don’t just live on the wall, they shape the way the organisation moves.
[Podcast] There’s a time and place for tyranny
I joined Aarish Shah on the Nothing Ventured podcast to talk about founder leadership and what scaling really demands of them.
We covered:
* • The leadership pendulum: knowing when to direct, and when to step back.
• Why over-functioning founders often become the biggest bottleneck.
* • The surprising disconnect between new strategies and old behaviours
* • And the (slightly controversial) hill I’ll die on.
This one’s packed with practical insights for anyone scaling a business in uncertain times. If you’re a founder, or work alongside one, you’ll want to give it a listen.
Top Tip
Want your team to embrace failure? Incentivise it.
One of the most effective practices we’ve seen came from a leadership team shifting into a new culture. They introduced a monthly ritual called the “Champagne F*ck-Up.” Each month, the team shares the boldest mistake made in service of their new direction — the one that showed guts, learning, or a willingness to try something different. The team votes, and the winner gets a bottle. (Spoiler: it doesn’t have to be champagne.)
The point is this: if you want people to experiment, take ownership, and lead through change, you have to show that failure isn’t just tolerated — it’s valuable.
So here’s the real question:
What are you rewarding on your team right now?
And is it what you actually want more of?
Master the Fundamentals. No Matter Your Level
Most values fail because they’re treated like beliefs. Most values fail because leaders fall short of accepting the responsibility of behavioral change. If your leadership team is about to launch a new strategy, don’t just rename the company.
Values which arenʻt visibly reflected in everyday behaviours, new strategies are doomed to fail. Rethink how it operates.
Module 3 and 4 of our Scale-Up Leadership Course will help you:
* Translate strategy into team rituals and operating rhythms
* Build alignment without bottlenecks
* Avoid the “new wallpaper” problem that kills most culture efforts
Our online leadership program is built for managers ready to lead change, not just react to it.
Time for change?
Leadership isn’t just about managing change—it’s about designing it.
At OverTime Leader, we equip teams with the tools and strategies to navigate pivotal moments, align around shared goals, and deliver focused impact.
Here’s a sample of what we can offer:
Executive Team Alignment Offsite
Align your leadership team around a clear vision, mission, and strategy with a high-impact, facilitated offsite. Leave with clarity and an actionable (prioritised) execution plan.
Manager 101 Accelerator Program
Turn newly-promoted managers into execution powerhouses with our practical program focused on driving performance and clarity from day one.
Performance Coaching for Leaders Driving Change
A focused coaching sprint to help leaders shape their style, overcome blockers, align their teams, and lead with clarity and confidence through times of transformation.
If you’re ready to create lasting change, let’s talk.
